October 5, 2017
Dani is the Managing Editor, Content Marketing at Ceridian.
The 30th Annual #CeridianINSIGHTS began with a powerful message that the future – and not just the future of work – is bright.
Acknowledging the events of Sunday evening, Ceridian CEO David Ossip noted that the quick action taken by the Ceridian team to support the people of Las Vegas, and the decision to move forward with the INSIGHTS conference, reinforced the strong sense of community that is always palpable at INSIGHTS. The sentiment was echoed by MGM Resorts CEO Jim Murren, who thanked all guests for attending, thereby supporting the Vegas community.
The opening general session, led by CEO Ossip, set the stage with themes and big ideas that were prevalent throughout the day’s programming: change management, transformation, and the future of work.
Ceridian announced several new and recent HCM products to improve and innovate in the changing workforce landscape. Those included its own software partner program, expansions to its learning management platform, predictive analytics function and compensation management tools. Perhaps the most-tweeted about, was a new AI technology, Dayforce Voice, which is a game-changer for the employee experience and HCM function.
With the morning announcements setting the stage for what the future of work looks like, the conversations and sessions throughout the day focused on how to get there.
HCM professionals acknowledged that the role of HR is changing, becoming a critical piece of business strategy. That’s largely due to the availability of consolidated data, which is powering talent management. Technology platforms and tools, such as predictive analytics, are not only adding efficiencies, but also allowing companies to better predict outcomes and adjust their workforces in response to market trends.
From an employee experience standpoint, developing and maintaining a winning culture is a top priority. As noted by CEO Ossip during the morning session, the most important thing is to create an environment where everyone cares about what they’re doing. Culture drives business outcomes. Many HCM leaders reinforced this point, adding that in their roles, they do far more than implement processes and oversee business units. Jeffrey Kent, CIO of American Blue Ribbon Holdings noted during his presentation that his most important role is being a coach within his organization.
New York Times best-selling author and behavioral science writer Daniel Pink rounded out the Executive Experience session with some key points on the science behind motivation.
Key takeaways: Money is a motivator, and pay is a proxy for fairness. So, employers must make sure they pay people fairly.
He added that to feel motivated, people need to feel like they’re making progress. The traditional performance review, for example, is broken, because it’s based on formal and infrequent feedback. Managers should aim for informal and frequent feedback with their employees, breaking up the monotony and asking questions beyond simply what the employee is working on.
Three things lead to “enduring performance for complex and creative tasks,” said Pink: Autonomy, mastery and purpose.